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This report is part of a series of Lessons Learned Briefs from the International Association of Women Police (IAWP) Gender
Responsive Policing Summit ‘Gender Diversity in US Policing – Progressing Words into Action’ (30 – 31 March 2023)
Promoting Women Officers
Women are underrepresented among police supervisors in the US, representing just 11% of first-line
supervisors in 2020.1 Chief Inspector Gore suggests that similar issues existed in New South Wales (UK) in
2015, with women representing 14% of constables and 9% of superintendents. The Civil Nuclear
Constabulary in the UK also has about 30% of women officers, but only 15% of chief inspectors are women
according to ACC Harrison. Captain Petillo of the Los Angeles Police Department (CA, US) reported that
women account for 27% of probationary officers but only 16% of captains. Identifying ways to ensure
these women stay in policing and advance through the ranks is crucial. Commissioner Guðjónsdóttir of
the Icelandic National Police reported that 46% of police applicants were women, demonstrating positive
representation in some agencies. Speakers throughout the Summit addressed challenges and provided
recommendations to improve women's career advancement in policing.
Key takeaways
Police agencies should build a culture that supports women’s career advancement. Agencies should
create or facilitate access to programs and resources (e.g., seminars, leadership programs, mentoring
and coaching) to help all officers prepare for promotional processes.
To increase women's representation in police leadership, agencies must create healthcare and work
policies related to pregnancy, maternity, and breastfeeding.
Some agencies have modified promotional processes so that they are more inclusive, including the
use of ‘gender-blind’ promotional processes (in which assessors do not know applicant gender) and
positive action programs, which result in individuals from underrepresented backgrounds receiving
an advantage when they achieve the same score on a promotional exam as an applicant with a
majority background.
Other agencies have switched to models such as assessment centers to better evaluate candidate
skills. Though some have raised concerns that these centers could introduce bias, prior research
suggests that women in agencies that use assessment centers could be more likely to promote.2
Mentorship and advancement programs
Speakers highlighted the importance of establishing programs to help women advance their policing
careers. Chief Inspector Gore explained that coaching is a structured process where formally trained
coaches have regular meetings with individuals to help them identify their career goals, potential barriers,
and to help work through solutions.
Deputy Chief Thomas talked about the importance of informal mentoring for career advancement. She
highlighted that anyone can serve as a mentor and teach you something valuable. However, panelists also
cautioned that mentors might seek out those who look like themselves to serve as mentees, creating
potential mentorship gaps for underrepresented groups. Chief Clary explained that they have a formal
mentoring program for the first 2.5 years an officer is employed, in addition to their standard field training.
VIOLENCE INTERVENTION AND POLICING RESEARCH LAB
Learn more about our ongoing work at: VIPRLab.org
For additional information about this report, please contact Jessie Huff at JessieHuff@unomaha.edu.
Some agencies have implemented other educational and training opportunities. For example, Captain
Petillo described creating a series of seminars related to promotional exams and preparing for interviews,
which benefits women and men. ACC Harrison similarly highlighted a management development
foundation program implemented to improve supervisor skills across the board.
Work-life balance
Familial responsibilities have been a barrier to women’s career advancement in policing. Captain Petillo
explained the need to encourage women to pursue promotion earlier in their careers so they can achieve
higher ranks before retirement. However, for this to happen, agencies need to promote women at an
earlier stage in their lives when they might also be having children. Deputy Chief Thomas reported that
she waited to pursue promotion because she was a single mom and could not switch shifts. Chief Inspector
Gore suggested that flexible work policies can promote women’s career progression. Essentially, the goal
is for women to look within their own departments to advance their careers, not outside of them. Colonel
Canolli similarly suggested that better healthcare policies for women would prevent them from resigning.
Imposter syndrome
Imposter syndrome was a common theme that arose in several sessions. Superintendent Jackson said that
women and those from minority backgrounds are more likely to experience ‘imposter syndrome’,
particularly when given opportunities to lead. She encouraged women to lean into the discomfort and to
trust that they are capable of leadership. She reminded the audience that they wouldn’t be offered an
opportunity if others didn’t believe they could do it. ACC Harrison said the best advice she received was
to take every opportunity because there is always room to learn something new. Deputy Chief Thomas
said accepting hard assignments provides a better understanding of a department. Speakers
recommended talking directly to underrepresented individuals to find out how agencies can support their
advancement.
Discrimination and harassment
Like most speakers, Colonel Canolli drew attention to the criticism, discrimination, and harassment
women in policing face both within their own police agencies and from community members who might
not believe women should hold leadership positions. One attendee said that she would “encourage others
to be careful what you say to each other because nobody gets us like we do, and when we hear negativity
from each other it can have a lifelong impact”.
Participants cited
Ken Clary, Chief, Bellevue Police Department (NE, US); Lisa Gore, Chief Inspector, New South Wales (UK); Louise
Harrison, Assistant Chief Constable (ACC), Civil Nuclear Constabulary (UK); Robin Petillo, Captain, Los Angeles
Police Department (CA, US); Sarah Jackson, Superintendent, College of Policing (UK); Sherie Thomas, Deputy Chief,
Omaha Police Department (NE, US); Sigríður Björk Guðjónsdóttir, Commissioner, Icelandic National Police; Taibe
Canolli, Colonel, Kosovo National Police
References and resources
1. Goodison, S. E. (2020). Local Police Departments Personnel, 2020.
2. Huff, J. & Todak, N. (2022). Promoting Women Police Officers: Does Exam Format Matter? Police Quarterly.
